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There inevitably comes a time when a manager has to give
negative feedback. It’s inevitable. No employee is perfect.
Everyone can use a little improvement. The tricky part is
providing feedback in a way that doesn’t send the employee
spiraling into a pit of despair and self-loathing. That’s one way
to get on the bad boss list.

When it’s time for the annual review, or even a much-needed
discussion with an underperforming employee, don’t hide from the
impending uncomfortable situation. Negative feedback can be
dished out in a way that doesn’t damage egos, or send employees
packing. In fact, when given in a positive way, negative feedback
can be very motivational and inspiring.

An article from Psychology Today
explains how to give good constructive feedback using the
sandwich method. Start with a compliment, gently add what
needs improvement, then top it off with another
compliment.While this method can be applied to giving feedback
almost every time, here are some additional tips for giving
negative feedback in a positive way:

1. Discuss the objective issue, not the person.
Don’t make statements that personally call out the employee like,
“you should,” “you didn’t,” or “your skills.” Instead, discuss
the issue by saying, “customers can’t get what they need,” or
“this isn’t clear.”

2. Talk about what’s going well. It’s easy to
get wrapped up in everything wrong with a situation. However,
employees can’t replace the void of knowing what not to do
without knowing what to do. Compliment the employee on her
strengths. Encourage the employee to do more of what she already
knows how to do well. Then, when you give the negative feedback,
the employee won’t feel like everything she does is wrong.

3. Show the numbers. A big-headed employee might
have a tough time believing he isn’t getting the job done. Or,
perhaps the employee needs a visual to understand the concern. A
visual performance report can help demonstrate issues with
data to help everyone understand the big picture goals.

4. Get on the employee’s level. One of the worst
things that can lead a review conversation awry is the employee
feeling at a lower level of intelligence or skill. Don’t talk
down to the employee, as if he is less intelligent because his
performance is suffering. Try to find the source of the problem.
Relate to the employee by sharing a personal story about a
similar problem, and explain how it was resolved.

5. Reaffirm faith in the employee. Express the
importance of the employee’s valuable skills, and assure him he
will improve. Remind him he was hired for a reason. Feedback will
only make him stronger, as long as he channels it into
accomplishing his goals.

While these are immediate methods for giving negative feedback,
planning ahead will help. A 2013 World at
Work study found 64 percent of employers believe recognition
has an extremely positive effect on employee engagement and
retention.

Throughout the year, acknowledge anniversaries or any significant
personal achievements employees make from the start. A company
can do this regularly, giving out awards to keep morale on a high
level in general. Then, employees will be less averse to negative
feedback because it has been balanced by regular positive
feedback.

Overall, when giving negative feedback, have a positive attitude
and demeanor. Don’t let emotions take over. Supporting the team
by giving feedback is necessary, and directly affects the success
of the company. Plus, employees have an opportunity to learn
their strengths and areas of opportunity. So pull the reports,
relax, go forth and encourage the team!